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- Core HR
- Who it's for
- Technology companies
Technology companies
Technology companies often coordinate HR across rapidly changing teams, remote employees and several business systems. Core HR specifies the employee record and effective organization history that those systems can reference. It combines everyday self-service, leave, documents and joining or leaving tasks while keeping recruiting, compensation, performance and payroll with their separate owners.
How Core HR is set up for you
Turn a planned hire into an evidenced start
Review the proposed employment and position before onboarding work begins. Assign the relevant tasks and documents, then confirm required readiness independently. Account provisioning and actual commencement are distinct facts; a requested account or reached calendar date does not prove both.
Keep reorganizations traceable
Propose reporting, department and position changes with explicit effective dates. Check dated capacity and hierarchy consistency before application. Preserve the previous organization so historical reports can explain where people belonged at the chosen cutoff, including later reviewed corrections.
Give employees useful self-service
Let people maintain permitted personal details, request leave, review their recorded balance and acknowledge an exact policy version. Protect legal identity and employment decisions from unrestricted edits. A policy update creates a new obligation instead of relabeling an old acknowledgment.
Separate access from employment labels
Map each authenticated user to the correct person and current grants. Give task participants only the information needed for their work. Rehire, prehire and post-exit access require explicit scope; a surviving identity-provider account cannot restore general HR permissions by itself.
Resolve offboarding exceptions honestly
Internal access changes follow the effective separation. External account revocation, equipment tasks and final-pay notification retain their own required evidence. Unknown provider results remain visible under the original action identity, rather than becoming completed simply because another request was sent.
Features to start with
Employee records
Keep employee information current, give people useful self-service and protect their private details.
Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
Roles on the team
- Manager
- An explicitly granted Manager role operates within the current cycle-safe direct/indirect reporting tree; a Manager pointer alone is not authorization.
- HR Specialist
- Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
- Employee
- Uses the authenticated self-service identity and narrowly assigned tasks; peer directory visibility contains only names, titles and manager relationships. Manager tree access is calculated at request time from applied effective assignments and valid grants. It is cycle-safe, restricted by employer and allowed scope, and does not bypass document/field classification on joins, notifications, exports, snapshots or private-object retrieval. Services have named action scopes and cannot supply a human decision. A grant can reduce/temporarily delegate allowed preparation but cannot invent a role or bypass actual-person conflict checks.
Set up Core HR your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.